Your recruiters get to a new applicant in hours. The agency that got there in ninety seconds already booked the interview. QuiverHire builds the infrastructure that closes that gap permanently — and keeps a named human on every hiring decision.
The US staffing market sits at roughly $180 billion and is growing about one percent, after three straight years of decline. Adding recruiters to a market that isn't growing adds cost, not profit. The only remaining lever is output per recruiter — and every hour your desk loses to manual screening, chasing confirmations and copying notes into the ATS is margin walking out of the building.
Meanwhile the patchwork gets worse. A scheduling tool here, an AI resume ranker switched on inside the ATS there, a chatbot someone trialled last year. None of them talk to each other, none of them keep a record, and at least one of them is quietly making screening decisions you cannot explain to a client, a candidate, or a regulator.
Most AI vendors show you a wall of statistics with nothing behind them. We label ours — analyst research, independent analysis, or vendor-reported — so you can weigh each one properly before you spend a dollar on a build.
Figures above are published industry research, not QuiverHire client results. Our own pilot numbers will be published here under the same labelling standard, with the client named where they permit it. We will not present a vendor's marketing figure to you as if it were ours.
No slides. A real screening call, uncut. Work authorisation, rate, notice period and availability captured in order — then three questions generated from the candidate's own resume. At the end, a written summary, and a system that stops and waits for a named human to decide.
Each level is a complete, working system — not a tool you have to staff. You start where your desk hurts, and every level is built on the same foundation, so the next one is an extension rather than a rebuild.
Our systems collect, score and summarise. They do not reject, and they do not advance. Every disposition is written by a named human, and the system will not proceed without one. That single design rule keeps most builds outside the strictest regulatory definitions, and it is defensible either way.
We build inside your stack, on your accounts, with your data residency. Access is scoped to what each workflow needs and nothing more. Credentials are held in your vault, not ours, and we hand over full ownership at the end of the build. Demonstration environments use synthetic candidate data only.
Every automated step is logged the moment it happens — what ran, on which candidate, on whose authority, with what result. The record is written before the action executes, so it cannot be quietly reconstructed later. When a client or a regulator asks what happened, you have the answer in one place.
Bullhorn, JobAdder, Loxo and comparable systems, connected through supported integrations rather than fragile workarounds. Your recruiters keep working in the tool they know. Nothing is ripped out, no data migration project, and no six-month change programme before the first result lands.
Before the build starts we agree the baseline — your current time to first contact, your no-show rate, your submit-to-interview ratio — and the specific target each system is accountable for. Progress is reviewed against those numbers, not against activity. If a system is not moving its number, we rebuild it.
QuiverHire builds systems and documentation. We are not a law firm and nothing here is legal advice. We recommend every client have their compliance documentation reviewed by their own US employment counsel, and we build the pack so that review is quick.
Bring your time to first contact, your no-show rate and your ATS size. In 45 minutes we will map where your margin is leaking, which system fixes it first, and what it would take to build. You leave with the map whether or not you work with us.